2010 labour demand and supply

8/6/2019 2010 Labour Demand and Supply

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2010 LABOUR

DEMAND / SUPPLY


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OVERALL DEMAND IN THEBASE MODEL

Industries Generating the Largest

Number of Openings in BC

2003 - 2015

Health Services

Accommo'n, Food & Recreational Services

Retail Trade

Computer, Consulting and Other Business Serv.

Construction

Education

Transportation & Storage

Wholesale Trade

Finance, Insurance, & Real Estate

Professional Business Services

0 30,000 60,000 90,000 120,000Source: COPS & RKA


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GAMES RELATED DEMAND -How large, when, on what basis ...

Demand inPerson Years

PeriodProjected

2010 Winter Games 77,000 2003 - 2015

Richmond-Airport-VancouverRapid Transit Project

Sea-to-Sky Highway Upgrade

13,500 2004 - 2009

9,500 2003 - 2009

Vancouver Convention &Exhibition Centre

31,000 2003 - 2015

Total Incremental Demand 130,000 2003 - 2015

Source: InterVISTAS, BCTIO, Ministry of Transportation,Richmond-Airport-Vancouver Rapid Transit Project Authority


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GAMES RELATED DEMAND ...

Industries with Highest Incremental Growth2003 to 2015

0 10,000 20,000 30,000 40,000 50,000

Printing and Publishing

Advertising

Communication

Finance, Insurance, & Real Estate

Other Manufacturing

Transportation & Storage

Professional Business Services

Retail Trade

Construction

Accommodation, Food & Recreational Services

Source: COPS & RKA


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GAMES RELATED DEMAND ...

Occupations with Highest Incremental Growth2003 to 2015

Occ's in Food & Beverage Service

Chefs & Cooks

Food Counter Attendants & Helpers

Managers in Food Service & Accommodation

Cashiers

Contractors & Supervisors, Trades & Related

Managers in Construction & Transportation

Carpenters & Cabinetmakers

Athletes, Coaches, Referees & Related Occ's

Creative & Performing Artists

0 2,000 4,000 6,000 8,000 10,000Source: COPS & RKA


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INCREMENTAL GROWTH OF130,000 JOBS

Incremental Employment Growthdue to Games and Related Projects

0

5,000

10,000

15,000

20,000

25,000

30,000

35,000

2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

Person Years

person years % increase of base total openingsSource: COPS and RKA


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TO ASSESS POTENTIALINCREMENTAL LABOUR SUPPLY

University graduates

College graduates

High school graduates Private training institute students

Apprentices

Immigration

In-migration

Former Income Assistancerecipients


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OCCUPATIONAL GAPSIDENTIFIED

Occupational Group Extent of Gap

Contractors & Supervisors,Trades and Related

Severe: overall potential gap 70%of estimated demand

Managers in Construction and

Transportation

Severe: overall potential gap 59%

of estimated demand

Managers in Food Service &Accommodation


Managers in Retail Trade Medium: overall potential gap 15%of estimated demand

Auditors, Accountants,Investment Professionals Medium: overall potential gap 11%of estimated demand

Motor Vehicle & Transit Drivers Medium: overall potential gap 15%of estimated demand

Administrative and RegulatoryOccupations

Moderate: overall potential gap 4%of estimated demand


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OCCUPATIONSEXPERIENCING DEFICIT

Occupational Group Extent of Gap

Contractors & Supervisors,Trades and Related



Managers in Construction andTransportation

Managers in Food Service &AccommodationSevere: overall potential gap 36%of estimated demand

Managers in Retail Trade Medium: overall potential gap 15%of estimated demand

Auditors, Accountants,Investment Professionals

Medium: overall potential gap 11%of estimated demand

Medium: overall potential gap 15%

of estimated demand

Motor Vehicle & Transit

DriversModerate: overall potential gap 4%of estimated demand

Deficit in 2009 and 2010

Administrative and RegulatoryOccupations

Chefs and Cooks

Occupations in Food andBeverage Service

Deficit in 2010

Machine Operators: Fabric,

Fur, Leather

Deficit in 2006, 2008, 2009 and 2010


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OCCUPATIONS WITHSURPLUSES EXPECTED

Occupational Group Extent of Surplus

Surplus 120% ofestimated demand

Retail Salespersons andSales Clerks


Occupations in Traveland Accommodation


Trades Helpers and Labourers


Cashiers


Cleaners


Other Construction Trades

Source: RKA


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NEW OPPORTUNITIES FOR THESELF-EMPLOYED

Number of

Self-Employed

(Person Years)

Percentage ofIncrementalEmployment

Growth

2010 Games13.8%

VCEC Expansion 4,77115.6%

Sea-to-Sky Highway Upgrade 1,929 20.4%

RAV Low 2,221 18.6%

RAV High 2,70418.2%15.2%

13.8%10,614

All Projects 19,535 - 20,017

Source: RKA


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VOLUNTEER DEMANDAND SUPPLY

VolunteerDemand VolunteerSupply

100,00025,000 to 30,000

Source: RKA and Vancouver 2010 Bid Corporation


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LIMITATIONS OF RESEARCH ...

Assumptions inherent in any

models may not realize

Lack of inter-occupational mobilitydata

Data in person years

Data on the unemployed

Lack of regional modeling


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SummitThe final report from the 2010

Human Resources Planning Committee

Planning for Gold

Maximizing 2010-Related Employment

and Skills Opportunities In British

Columbia Connecting Labour Market

Supply and Demand

is available on the Ministry of Skills Developmentand Labour website at:

http://www.labour.gov.bc.ca/skills/olympicshr.htm

and references the data contained in this presentation.


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A PROVINCIAL HUMAN

RESOURCES STRATEGY

Philip Steenkamp

Deputy Minister

Ministry of Advanced Education

May 3, 2004

Business Summit


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MEETING THE CHALLENGE

1,045,085


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KEY TO ECONOMIC GROWTH

BCs future economy, productivityand prosperity depend on a skilledworkforce

Technology changes in traditionalsectors require greater skill

Higher skill needed to fuel new,knowledge-based sectors


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BCS WORKFORCE OFTOMORROW

In the changing economy, BC needs

to build a workforce that can adapt to

and, more importantly, lead the

process of change

A workforce with a results-oriented,

entrepreneurial mindset


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CHALLENGES & PARTNEREDSOLUTIONS

Challenges must be recognized andfuel collaborative action

A public- and private-sectorresponsibility

No start and end dates this will be a

work-in-progress for many years tocome


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SOLID BASE ALREADYESTABLISHED

Over $1.6 billion in provincialinvestment and growing

$400 million in federal money

Strong, vibrant post-secondary sector-- both public and private

110 job-matching sites

Employer/sector strategies

Community-based solutions


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DEVELOPING A PROVINCIALHR STRATEGY

Four strategic areas:

1.Increasing our workforce

2.Fueling skill development

3.Matching skills to need

4.Tools for long-term planning


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1. INCREASING OURWORKFORCE

Focus is on maximizing ourhuman capital by:

Fully developing made-in-BC talent

Attracting skilled workers

Examples:

Direct purchase of training for EA clients

Aboriginal Employment PartnershipInitiative

Employment program for people withdisabilities

Provincial Nominee Program


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2. FUELING SKILLDEVELOPMENT

Improving the skill of workers todayand tomorrow

Examples:Co-op programs in high school & post-sec

The new Industry Training Authority

Growing number of sector-specifictraining initiatives (e.g., aerospace)

Training for Jobs for Employment &Assistance clients


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3. MATCHING SKILLSTO NEED

Helping fit people to local orsectoral needs

Examples:Job Placement Program for Employment

and Assistance clients

Job Finder

Work FuturesHealthMatch BC


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4. TOOLS FOR LONG-TERMPLANNING

A dynamic process new ideas

and initiatives must continue to

evolve

Examples:

Employment Standards changes

Long term planning initiatives for Health

(e.g., medical expansion), InformationTechnology

Collaborative exchanges


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Training isnt enough. But

Government has answered the challengewith its post-secondary

Strategic Investment Plan


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COMPONENT #2: RESEARCH

Fueling research excellence

Catalyst for new ideas, products &

technologies

Positioning BC as a knowledge leader

A focus on Life Sciences

Emphasis on revitalizing traditionalindustries (e.g., forestry, fisheries, etc.)


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COMPONENT #3: SKILLSDEVELOPMENT

Targeting investment in key

program areas

Oil and gas

Construction

Hospitality and tourism

Aerospace

Trades training

Health programs

New economy


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MEETING THE CHALLENGE

A new approach to trades training

Coordinated investment in sector-

based programs that drive oureconomy and quality of life

Industry/Institution/Government

jointly developed training andeducation strategies


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2010 labour demand and supply

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